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Found 18 results
  1. News Article
    In the older European population, men, as well as those with lower socioeconomic status, weak social ties, and poor health, might experience more difficulties getting informal support and are considered to have a higher risk of worsening frailty state and lower quality of life. This reality is shown in a new doctoral thesis at Umeå university. Read the full article here
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    The 'Leadership for a collaborative and inclusive future' review, led Sir Gordon Messenger and supported by Dame Linda Pollard, focused on the best ways to strengthen leadership and management across health and with its key interfaces with adult social care in England. Findings Cultures and behaviours The review found that the current cultural environment does not lend itself to the collaborative leadership needed to deliver health and social care in a changing and diverse environment. Leadership is seen as a job role rather than a characteristic that runs through the workforce. Staff respond reactively rather than constructively and respond to high levels of pressure from above. There is also a lack of accountability and authority in some areas. Although not universal, acceptance of discrimination, bullying, blame cultures and responsibility avoidance has almost become normalised in certain parts of the system. Equality, diversity and inclusion (EDI), which is about respectful relationships and underpins a wider culture of respect, is partial, inconsistent and elective. In some places it is tokenistic. There is a lack of psychological safety to speak up and listen, despite progress being made. The Freedom to Speak Up initiative can be perceived as just relating to whistleblowing rather than also organisational improvement. Standards and structures The review found that management tend not to be perceived as a professional activity and there is a lack of universal standards for management competence and behaviour. There are inequities in how managers are perceived, valued and trained and inconsistencies in appraisals. Regulation and oversight There is a positive view that the Care Quality Commission (CQC) can influence collaboration across the whole of health and social care through its inspections, and welcome its increasing focus on teams and systems. However, there is sometimes an over-emphasis on metrics which can be counter-productive. The review welcomes the shift in emphasis from a punitive model to a remedial one. Clinical leadership The review found incidences of the flawed assumption that simply acquiring seniority in a particular profession translates into leadership skills and knowledge. Doctors are often not properly trained or equipped for leadership roles. Allied health professionals often highlighted that they felt their career opportunities in management were limited. Management and leadership training should be an integral part of all clinical training pathways. Leadership delivery in the future The move towards health and care integration and the work currently underway to merge the arms-length bodies and create a new NHSE offers the opportunity for a fresh approach to preparing leaders and managers in the future. Recommendations 1. Targeted interventions on collaborative leadership and organisational values A new, national entry-level induction for all who join health and social care. A new, national mid-career programme for managers across health and social care. 2. Positive equality, diversity and inclusion (EDI) action Embed inclusive leadership practice as the responsibility of all leaders. Commit to promoting equal opportunity and fairness standards. More stringently enforce existing measures to improve equal opportunities and fairness. Enhance CQC role in ensuring improvement in EDI outcomes. 3. Consistent management standards delivered through accredited training A single set of unified, core leadership and management standards for managers. Training and development bundles to meet these standards. 4. A simplified, standard appraisal system for the NHS A more effective, consistent and behaviour-based appraisal system, of value to both the individual and the system. 5. A new career and talent management function for managers Creation of a new career and talent management function at regional level, which oversees and provides structure to NHS management careers. 6. Effective recruitment and development of non-executive directors (NEDs) Establishment of an expanded, specialist non-executive talent and appointments team. 7. Encouraging top talent into challenged parts of the system Improve the package of support and incentives in place to enable the best leaders and managers to take on some of the most difficult roles. All 7 recommendations have been accepted by the government and publication of the report will be followed by a plan committing to implementing the recommendations.
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  7. News Article
    Leeds Teaching Hospitals has launched a support fund for patients, their relatives and volunteers who may be struggling financially due to the coronavirus pandemic. The fund is intended to assist (but is not limited to): Bereaved relatives facing immediate financial pressures until their personal financial affairs are sorted eg having weekly bills to meet and no immediate access to bank accounts Patients isolating for 14 days in advance of admission to hospital and suffering income loss, excess cost or other financial hardship as a result Patients, their immediate families or volunteers who have experienced significant household income loss as a result of the pandemic and are struggling with financial obligations Those experiencing significant increases in costs as a direct result of the pandemic, eg increased childcare costs Read the full article here
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    Leading doctors say they have concerns about the NHS reducing mentions of the word "women" in ovarian cancer guidance. They say "it may cause confusion" and create barriers to care. But NHS Digital, which writes the online advice, said they wanted to make it relevant for everyone who needs it. The updated guidance now says that people with ovaries, such as trans men, can also be affected. Until February, the NHS guidance began by explaining ovarian cancer was "one of the most common types of cancer for women". Now, the only specific mention of women comes on the third page with the explanation that ovarian cancer can affect "women, trans men, non-binary people and intersex people with ovaries". NHS Digital said the changes were introduced to make the advice more relevant and inclusive. The Royal College of Obstetricians and Gynaecologists, which represents thousands of women's health specialists and pregnancy doctors, said the language used "does need to be appropriate, inclusive and sensitive to the needs of individuals whose gender identity does not align with the sex they were assigned at birth". But it added: "Limiting the term 'woman' to one mention may cause confusion and create further barriers for some women and people trying to make an informed choice about their care. "We would therefore support the use of the word 'woman' alongside inclusive language." Read full story Source: BBC News, 8 June 2022
  11. News Article
    NHS England will ask GP practices to make ‘reasonable adjustments’ for patients with a learning disability or autism such as giving them ‘priority appointments’. They could also be asked to provide ‘easy-read appointment letters’ to the group, the Department of Health and Social Care (DHSC) said yesterday in a new strategy on strengthening support for autistic people and those with a learning disability. It said the measures aim to support Government plans to reduce reliance on mental health inpatient care, with a target to reduce the number of those with a learning disability or autism in specialist inpatient care by 50% by March 2024 compared with March 2015. The policy paper said: ‘We know that people experience challenges accessing reasonably adjusted support which may prevent them from having their needs met.’ It added: ‘To make it easier for people with a learning disability and autistic people to use health services, there is work underway in NHS England to make sure that staff in health settings know if they need to make reasonable adjustments for people." NHS England is also developing a ‘reasonable adjustments digital flag’ that will signal that a patient may need reasonable adjustments on their health record, it said. It plans to make this flag, which is currently being tested, available across all NHS services, it added. Read full story Source: Pulse 15 July 2022
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    A few months ago, a friend of mine began to experience some worrying symptoms; he was diagnosed by his GP with anxiety and depression, and prescribed antidepressants. Like around half of the UK population,[1] my friend identifies with a faith tradition, and when he felt hesitant about taking the medication he’d been prescribed, his first port of call was to talk to a faith leader he trusted, who listened to his concerns and encouraged him to pursue the treatment he had been prescribed by his doctor. My friend did feel able to begin his treatment, and is doing much better. Supporting people through treatment is just one of the ways that faith communities facilitate patient safety. Here are three reasons why faith groups play an important role in the health of their communities: 1. Faith can reach to the heart of communities who struggle to access services I was at a meeting last year where an NHS director said he thought the rollout of the Covid-19 vaccine would not have been such a success were it not for the involvement of faith groups. Why? The willingness of so many mosques, churches, gurudwaras and temples countrywide to support messaging and open their doors as vaccine centres, meant healthcare crossed from the domain of waiting rooms and blue scrubs into spaces of commitment, familiarity and trust. People were able to begin having conversations about the efficacy and safety of vaccines in spaces that felt safe to them. The vaccine rollout is an example of just one area in which faith groups have been employed as trusted messengers within communities. The reality is, there are population groups in England who, for one reason or another, are insulated from much health messaging. It’s not that they are ignoring or misunderstanding the messages, they are simply not getting them. To give just one example, a faith organisation I know runs a befriending scheme in a deprived part of East London. I was talking to one of the organisers last October and she told me that she had just been explaining how to take a lateral flow test to a local couple. It was the first time this couple had seen or heard of these tests. For whatever reason, they hadn’t been able to access government and NHS messaging about rapid testing - but they had accessed this faith-based support group, and that made the difference. It is often said that no one is “hard to reach”, we just aren’t finding the right ways to reach them. Given the success of using faith centres in the Covid-19 vaccine rollout, what would be the potential in forging partnerships around such things as cancer screening or pregnancy and antenatal care, areas where huge health inequalities persist? 2. There is a link between faith groups and health inequalities Whilst it may be difficult to say a lot about the health inequalities that people of faith experience (very little data is routinely collected around faith and health) there are clues that indicate a link between faith and health outcomes. For example, the correlation between poverty and health inequality is well documented, and, after accounting for ethnicity, certain religions are at higher risk of experiencing poverty.[2] Just under half (46%) of the Muslim population, for example, live in the 10% most deprived, and 1.7% in the least deprived, Local Authority Districts in England.[3] Sikhs are also shown to be at greater risk of poverty than people from other faith traditions.[4] The pandemic has highlighted these trends, with ONS data demonstrating disproportionality in Covid-19 outcomes not just according to ethnicity but also faith, in part owing to socio-economic factors.[5] What can we conclude? If there are meaningful links between faith and inequality, then part of the way to tackle inequality must surely be to involve faith organisations. Faith organisations’ assets for health promotion (things like space, transport, time and willing volunteers) mean they are ideal places to run interventions and be involved in prevention initiatives. As we’ve seen, where this approach has been adopted in the pandemic it has been effective, suggesting the potential for more targeted work going forward. 3. Faith groups are often ‘first in and last out’ at the point of need Last year I was involved in surveying over 100 FaithAction members to build a picture of what work they had been doing in support of the NHS during the pandemic. I expected to discover a long list of activities (my conversations with faith groups this past year has left me in no doubt that they have been very busy). What I wasn’t expecting was that much of this activity was already well underway even before the pandemic hit. To give a few examples, over a third of the organisations surveyed were already helping patients with telephone or digital consultations before the pandemic. Just over 32% were already helping people make contact with health and care organisations, and 36% were providing transport to and from appointments. What this indicates is that when GP consultations became primarily digital in April 2020 these charities were already poised to help their beneficiaries connect. The survey also revealed faith groups delivering food and medication, offering support with mental health, supplying PPE and tackling misinformation. That faith-based organisations are “first in and last out” where need arises is a bit of a catchphrase at FaithAction. And yet it rings true, never more so than during the pandemic. We’ve witnessed faith-based organisations up and down the country respond with characteristic compassion, agility and innovation. And they continue to respond, even against a backdrop of funding shortages, limited resources and disruptions to normal activity and worship practices. You could say that the role of faith-based organisations during the pandemic has been something of a microcosm for the kind of cross-sector partnerships that might be built across the wider health and care landscape looking ahead. I think it shows the potential for a kind of creative thinking that seeks to strengthen partnerships across sectors for the benefit of our diverse communities. References 1 J Curtice, E Clery, J Perry et al. British Social Attitudes: The 36th Report. The National Centre for Social Research, 2019 2 M Marmot, J Allen, P Goldblatt et al. Fair Society, Healthy Lives – The Marmot Review: Strategic review of health inequalities in England post-2010. Institute of Health Equity, 2010;p38 3 Beckford, J. Review of the Evidence Base on Faith Communities. Office of the Deputy Prime Minister, 2006. Accessed 25 June 2021 4 Reducing poverty in the UK: A collection of evidence reviews. Joseph Rowntree Foundation, 2014. Accessed 25 June 2021 5 Rates of deaths involving COVID-19 by religious group, England and Wales. Office for National Statistics website. Last accessed 18 January 2022
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    Resources and guides for healthcare professionals and policy-makers Refugee Council’s policy note on health barriers - outlines the main issues refugees and people seeking asylum experience when they access health services. Therapeutic IAHC Communication Card - a double-sided card with useful vocabulary and phrases with translations. It can be used to speed up and clarify communication about health problems with healthcare professionals, people who work in supporting organisations and members of the public. It has been translated into five languages: Albanian, Arabic, Dari, Farsi, Tigrinya. Maternity guide for women on asylum support Maternity guide for professionals These films are based on the Refugee Council's experience delivering the Health Access for Refugees Project (HARP): It is different over here: access to healthcare in the UK Experiencing the asylum process in the UK and impact on health Access to health for people seeking protection in the UK The right to be understood: the importance of interpreting Experts by Experience
  16. Content Article
    The Global Drug Policy Index measures how drug policies align with many of the key UN recommendations on how to design and implement drug policies in accordance with the United Nations principles of health, human rights, and development. The Index is composed of 75 indicators that run across five dimensions: The absence of extreme sentencing and responses to drugs, such as the death penalty The proportionality of criminal justice responses to drugs Funding, availability, and coverage of harm reduction interventions Availability of international controlled substances for pain relief Development The UK scores relatively low on 'Proportionality and Criminal Justice' and there is a need to reflect on this at a policy level. Read testimonies of people who have been directly affected by drug policies in the 30 countries covered by the Global Drug Policy Index.
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    'Dr Lucy Johnstone, one of the lead authors of the Power Threat Meaning Framework, said: "The Power Threat Meaning Framework can be used as a way of helping people to create more hopeful narratives or stories about their lives and the difficulties they have faced or are still facing, instead of seeing themselves as blameworthy, weak, deficient or ‘mentally ill’. It highlights and clarifies the links between wider social factors such as poverty, discrimination and inequality, along with traumas such as abuse and violence, and the resulting emotional distress or troubled behaviour, whether it is confusion, fear, despair or troubled or troubling behaviour. It also shows why those of us who do not have an obvious history of trauma or adversity can still struggle to find a sense of self-worth, meaning and identity.“ In traditional mental health practice, threat responses are sometimes called ‘symptoms’. The Framework instead looks at how we make sense of these experiences and how messages from wider society can increase our feelings of shame, self-blame, isolation, fear and guilt. The approach of the Framework is summarised in four questions that can apply to individuals, families or social groups: What has happened to you? (How is power operating in your life?) How did it affect you? (What kind of threats does this pose?) What sense did you make of it? (What is the meaning of these situations and experiences to you?) What did you have to do to survive? (What kinds of threat response are you using?) Two further questions help us think about what skills and resources people might have and how they might pull all these ideas and responses together into a personal narrative or story: What are your strengths? (What access to Power resources do you have?) What is your story? (How does all this fit together?)' Further reading The British Psychological Society: 'Power, Threat, Meaning Framework' The British Psychological Society: The Power Threat Meaning Framework: (2 page) Summary Boyle M. Johnstone L. A straight talking introduction to the Power threat meaning framework: A alternative to psychiatric Diagnosis. PCCS Books 2020.
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